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7 Common Mistakes Agencies Make in the EEO Process - And How to Avoid Them Accommodating and Managing Federal Employees With Mental and Intellectual Disabilities
Price: $284.50
Price: $295.00
7 Common Mistakes Agencies Make in the EEO Process - And How to Avoid Them Accommodating and Managing Federal Employees With Mental and Intellectual Disabilities
When it comes to the EEO process and staying compliant, good intentions are not always enough. The EEOC expects the Federal Government to be a model employer of individuals with disabilities.
Accommodating Federal Employees With Hidden Disabilities Through the Interactive Process Actions That Make a Difference: Preventing and Responding to Harassment in Your Agency
Price: $295.00
Price: $284.50
Accommodating Federal Employees With Hidden Disabilities Through the Interactive Process Actions That Make a Difference: Preventing and Responding to Harassment in Your Agency
The EEOC expects the Federal Government to be a model employer of individuals with disabilities, and that includes disabilities which may not be obvious. Gain valuable insights from Sam Vitaro, whose experiences as a former MSPB AJ and arbitrator give him a unique view of the EEO process and how agencies handle harassment -- for better or worse.
Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies Agency Best Practices in Requesting, Using and Storing Federal Employee Medical Information
Price: $295.00
Price: $295.00
Addressing Performance and Conduct of Federal Employees With Disabilities: From-the-Trenches Strategies Agency Best Practices in Requesting, Using and Storing Federal Employee Medical Information
If you're confused about how to address performance and conduct problems for employees with disabilities, you aren't alone. Whether it's requesting, handling, or storing federal employee medical information, this is a perennial trouble spot for most federal practitioners.
Alleged Misconduct: Performing Fair, Defensible Investigations in the Federal Workplace Alternative Discipline and Federal Employees: Creating Win-Win Solutions
Price: $280.50
Price: $280.50
Alleged Misconduct: Performing Fair, Defensible Investigations in the Federal Workplace Alternative Discipline and Federal Employees: Creating Win-Win Solutions
Investigating alleged employee misconduct offers countless opportunities for missteps. Discover creative ways to deal with problem employees — and spend less time defending disciplinary actions.
Alternative Discipline in the Federal Workplace: Crafting Solutions That Work Applying EEO Law to Address Harassment and Incivility in the Federal Workplace
Price: $284.50
Price: $295.00
Alternative Discipline in the Federal Workplace: Crafting Solutions That Work Applying EEO Law to Address Harassment and Incivility in the Federal Workplace
Alternative discipline does more than give you another way to resolve tough employee situations ... it can also minimize workplace disruption, cut the time you spend defending disciplinary actions and limit the risk of third-party litigation. Incivility in the workplace may not be illegal initially, but it can lead to costly, morale-busting harassment claims.
Approving or Denying Federal Employees' FMLA -- Who, Why & How Avoidable Mistakes That Destroy Your Agency's Adverse Actions
Price: $284.50
Price: $284.50
Approving or Denying Federal Employees' FMLA -- Who, Why & How Avoidable Mistakes That Destroy Your Agency's Adverse Actions
Get expert insight from attorney Robin Wink as she gets you current on the law and takes you step-by-step through analyzing situations so you can properly determine an employee’s eligibility for leave. Avoid the mistakes commonly made on adverse actions with guidance from Robert Erbe, an experienced labor and employment law litigator who has seen firsthand all the disastrous missteps agencies commit when drafting adverse actions.
Balancing Quality and Speed When Processing Adverse Actions Under EO 13839 Beyond Douglas: Penalty Determinations Done Right
Price: $295.00
Price: $284.50
Balancing Quality and Speed When Processing Adverse Actions Under EO 13839 Beyond Douglas: Penalty Determinations Done Right
Executive Order 13839, "Promoting Accountability and Streamlining Removal Procedures Consistent with Merit Systems Principles," sets its sight on processing adverse actions faster and impacts agencies' use of clean record agreements. When determining a penalty it’s important to take the Douglas factors into consideration, but your decisions must extend beyond them as well.
Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges Beyond the Obvious: Accommodating Federal Employees With Hidden Disabilities
Price: $284.50
Price: $284.50
Beyond the Basics: Reasonable Accommodation Guidance for Federal Agencies' Real-Life Challenges Beyond the Obvious: Accommodating Federal Employees With Hidden Disabilities
Because each accommodation request must be evaluated on an individual basis, it often raises questions that are not easily answered. In 90 minutes they'll give you the practical guidance and accommodation strategies you need to make sound decisions involving employees with hidden disabilities.
Broida on MSPB Success Broida on Security-Based Removals and Indefinite Suspensions
Price: $284.50
Price: $284.50
Broida on MSPB Success Broida on Security-Based Removals and Indefinite Suspensions
There’s nothing more frustrating than seeing all the time, effort and money you’ve spent taking an adverse action be rendered moot when the MSPB overturns your decision. Before 2012, if an agency suspended an employee's security clearance or revoked classified access, and it led to suspension, that was the end of it.
Broida on Suitability: Making Determinations, Taking Action Coaching Federal Managers: Tools and Techniques to Resolve Tricky Employee Situations
Price: $284.50
Price: $280.50
Broida on Suitability: Making Determinations, Taking Action Coaching Federal Managers: Tools and Techniques to Resolve Tricky Employee Situations
In the aftermath of the 2011 Aguzie v. Office of Personnel Management decision, more suitability-based removals are appealable to the MSPB. Managers want an easy, one-size-fits-all solution for handling performance and behavior issues in the federal workplace.
   
 
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